Organisational arrangement

Challenge AND HRO dimensions. The instruments for recognizing social patterns show that the positions of people relative to each other, how they relate to an activity or project, is an important theme. The position that someone takes or believes to take in a social arena determines his behaviour to a large extent. Positions and proportions are often difficult to express in words. And That’s a pity, because behind the position of someone is hiding a perspective. You can use the organization setup to make the different perspectives visible and to discuss. You can do That in the moment, but also at the start of a project to make it clear how you see everyone’s role and responsibility.

Summary. Originating in an organization set up people based on the image of one of them (the Inputer) positioned in space. This process is supervised by a facilitator. He invites the Bringer to guide and put people to their place. This can be a place with regard to the inputer himself, but also with regard to an issue or an incident. If anyone stands, the facilitator can ask questions to the people who are drawn up. (How is it for you to stand here? What do you feel at this position? Do you Stand right here?) This will give you an insight into the perspectives of all the people who have been drawn up. By then moving with people, letting them take a different position and discussing that new image again, you increase the understanding of the central theme or the central person. The sliding can be based on what the Inputer would like to see, but also on The basis of where people would like to stand.

Working with such setups requires a lot of experience from the Facilitator, because in a setup all kinds of things can emerge strongly. For example, People may refuse to be positioned next to another. They can indicate themselves not to feel comfortable in a position. People can become emotional, and more. As a facilitator You have to be able to cope with it with care and respect. The application of this instrument therefore requires a lot of experience from the person who accompanies it. It cannot be described with a few brief instructions.

The Variant We present here also demands an experienced facilitator, but is generally less radical and confrontational for the participants. Instead of making ‘ people themselves ‘ concretely a position, you use paper with the names of the participants. With These papers you make the arrangement on the table (or with a larger group on the ground). You use triangular papers so that you can indicate where the field of the person concerned focuses.

We realize that we simplify the use of organisational setups here. Books are written in full (e.g. Weber, 2003). In-depth work with setups requires training and training of the facilitators. However, We have good experience with this simple variant. Also A company like BP used for its HRO program at the various refineries a similar method, entitled Arena gram, to make proportions visible in groups.